Recently Springest carried out a research about educational budgets in Germany, together with Forsa, one of the leading market research and surveying companies in Germany. 31% of the surveyed companies don’t spend their educational budgets, even though HR managers so see a need for employee training. This seems to be a common problem throughout Europe, as we found similar results in The Netherlands.
Our solution? A streamlined course booking process.
The survey focuses in the way German companies spend their educational budgets. In our survey 200 HR managers were questioned, about their educational budgets (amount, reach, etc.) and how they assess the worth of further training and education. The value of training and development is also discussed in the light of the labour shortage the German economy is struggling with.
Make it easier for employees to continue their learning curve
The results of the survey were surprising, even though HR departments state and recognise that there is a growing need to (re)train employees, the educational budgets put aside by HR aren’t fully spent. We consistently saw 2 main reasons as to why educational budgets aren’t fully spent:
- HR managers mentioned that there’s a lack of effort from the employee’s side, to continue their education.
- Employees mentioned that the training information provided by the employer is unclear and insufficient.
Thus, employers and employees should both be more aware of these training hindrances. By creating a more efficient internal training process, via a more streamlined course booking process, employers would be reducing the effort needed by an employee to find and participate in a course, and employees would be better informed. This will lead to an increase in the amount of employees that can and will take advantage of internal training opportunities, and thus maintain the competitive edge of any business.